What are two ways an HRIS can add value to an organization?
(1) Automates many activities: An HRIS will automate HR processes to conduct transactional
activities more efficiently. This allows time for HR personnel on projects that add more value
to the organization. (2) Helps managers make better decisions: By providing precise and
prompt info to HR personnel and managers, an HRIS enables executives to make better
decisions.
What is a viable HR system option for a small organization?
Paper-based systems (e.g., stored in files or folders) are viable for smaller organizations if
the expense of implementing an HR system is beyond the company's financial capabilities.
Although many companies are migrating toward digital systems, you still may find analog
systems.
,Which historical period led to the need for an HRIS?
The Social Issues Era: shift from employee administration to employee development &
involvement. An increase in the amount of labor legislation led to HR dept's being burdened
with compliance. From this, the need for an HRIS was born.
True or False: It is a best practice in HR to choose the most expensive technology.
FALSE The most expensive technology may not always be the best fit for an organization. It
is more important to identify specific needs & compare them with tech offerings.
Which act increased regulations on organizations, creating a need for compliance data?
The Patient Protection and Affordable Care Act (PPACA) passed in 2010 placed new
healthcare regulations on organizations. Many new data requirements needed to be
recorded to be in compliance with this act.
,A manager of an organization adopts industry-recognized standard practices. Which type of
strategic human resource management (HRM) approach did this manager use?
Best-practice approach in which organizations adopt industry-recognized best practices
and use them in their organizations.
What are two primary outcomes of an HRIS for managers?
(1) Allowing real-time access to accurate data that facilitates decision-making: The HRIS
provides the manager with data for performance management, recruiting and retention,
team management, project management, & employee development. It also provides info
necessary to make decisions that will contribute to the success of the unit. (2) Providing
almost continuous data about the status of the organization: There are several third-party
software products available that provide managers with almost continuous data about the
status of their unit & the organization. This works like a dashboard on a car to provide info
immediately.
, Which position accesses more areas of the HRIS than any other user?
Analyst (aka power user): accesses more areas of the HRIS than almost any other user.
Analysts must be proficient with reporting & query tools. They must also understand the
process used to collect the data, how new data are verified, how the HRIS & the employee
life cycle interact, what data exist, the structure of the data, & what data fields are up to date
and complete.
True or False: Each user of the HRIS has the same information needs.
FALSE. Users have different needs based on their roles. Some users simply input data & info,
a few simply look at data and information provided in the form of reports, & a few others
analyze the data & info to make decisions.
(1) Automates many activities: An HRIS will automate HR processes to conduct transactional
activities more efficiently. This allows time for HR personnel on projects that add more value
to the organization. (2) Helps managers make better decisions: By providing precise and
prompt info to HR personnel and managers, an HRIS enables executives to make better
decisions.
What is a viable HR system option for a small organization?
Paper-based systems (e.g., stored in files or folders) are viable for smaller organizations if
the expense of implementing an HR system is beyond the company's financial capabilities.
Although many companies are migrating toward digital systems, you still may find analog
systems.
,Which historical period led to the need for an HRIS?
The Social Issues Era: shift from employee administration to employee development &
involvement. An increase in the amount of labor legislation led to HR dept's being burdened
with compliance. From this, the need for an HRIS was born.
True or False: It is a best practice in HR to choose the most expensive technology.
FALSE The most expensive technology may not always be the best fit for an organization. It
is more important to identify specific needs & compare them with tech offerings.
Which act increased regulations on organizations, creating a need for compliance data?
The Patient Protection and Affordable Care Act (PPACA) passed in 2010 placed new
healthcare regulations on organizations. Many new data requirements needed to be
recorded to be in compliance with this act.
,A manager of an organization adopts industry-recognized standard practices. Which type of
strategic human resource management (HRM) approach did this manager use?
Best-practice approach in which organizations adopt industry-recognized best practices
and use them in their organizations.
What are two primary outcomes of an HRIS for managers?
(1) Allowing real-time access to accurate data that facilitates decision-making: The HRIS
provides the manager with data for performance management, recruiting and retention,
team management, project management, & employee development. It also provides info
necessary to make decisions that will contribute to the success of the unit. (2) Providing
almost continuous data about the status of the organization: There are several third-party
software products available that provide managers with almost continuous data about the
status of their unit & the organization. This works like a dashboard on a car to provide info
immediately.
, Which position accesses more areas of the HRIS than any other user?
Analyst (aka power user): accesses more areas of the HRIS than almost any other user.
Analysts must be proficient with reporting & query tools. They must also understand the
process used to collect the data, how new data are verified, how the HRIS & the employee
life cycle interact, what data exist, the structure of the data, & what data fields are up to date
and complete.
True or False: Each user of the HRIS has the same information needs.
FALSE. Users have different needs based on their roles. Some users simply input data & info,
a few simply look at data and information provided in the form of reports, & a few others
analyze the data & info to make decisions.
